FREQUENTLY ASKED QUESTIONS OF CRUX MOVE CONSULTING

  • What is Experiential Training? Open or Close

    * Experiential learning is the process of learning through experience, and is more specifically defined as "learning through reflection on doing". Experiential learning is distinct from rote or didactic learning, in which the learner plays a comparatively passive role.

    Given that definition, all our work is based around experiential learning or experiential training, whether or not we build physical activities (indoor or outdoor) into the design. Every participant is fundamentally involved in the dynamic training process, bringing his or her own perceptions, reflections and contributions to the experience. Whether the focus of your experience is the development of your leaders, your teams, or your organizational culture, the most valuable content of the training is what participants bring to it. It is that participant involvement that allows us to provide a transformational experience.

    In the classroom setting, experiential training might be participants engaging in discussion around real and current issues, then helping them to step back and ask themselves, “How did we do? What did we do well? What could we have done better? What did we just learn about ourselves? How do we apply this learning to our real circumstances back at work?”

    In the outdoor setting, experiential training might be engaging in physical activities that require people working together to be successful, then helping them to step back and ask those same questions. Our experiential training requires participants to be engaged in the process and to interact as they would at work - allowing us to facilitate the real relationships and evolving dynamics. Participants become mentally and emotionally involved and recognize how to apply lessons to organizational goals.

    Please note: Our outdoor experiential training requires physical involvement, not physical fitness. Participants choose their own level of physical participation. Our goal is always to create an environment where a person can talk openly about their concerns. The team's ability to create this kind of trusting environment where fears and concerns can be openly discussed is an important part of their role during the training just as we believe it is back at work. If someone is unable to physically participate on an activity they are still involved in critical learning and support roles that are real and align with their roles at work.

    Expertly facilitated experiential training adds depth and power to your experience. Our goal is always to help you and your organization make measurable changes that have lasting impact.

    * From Wikipedia

    (see the FAQ: How do you decide when to use outdoor experiential activities?)

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  • How do you decide when to use outdoor experiential activities? Open or Close

    In years of working with organizations we have found that one of the keys to success is to create a design that we know will meet the objectives AND will resonate with the client. 

    For example, when doing team development work the design must resonate with the leaders. These are their teams, their sessions, and we are partnering with them.  We lead the process, but they are always leading their teams.  The team leaders will have significantly more impact on the results than we do.  That’s part of the conversation that we have with the leader early in our process.

    A second key to success is that the initial offsite has to be powerful enough to put an “X” on the team’s timeline, indicating that something big and important has “happened here.”  The initial offsite should make a powerful point …now. It should change the conversation in a transformational way, and serve as an anchor and a reference point for the team in the future. A powerful shared experience can impact a team in such a way that they can’t see things the way they did before. This kind of transformational development must be more than just a cognitive process.

    When we begin work with a new leadership team, and when it fits, we typically recommend incorporating outdoor experiential activities in the initial offsite. We do so because after years of doing this work, we’ve seen over and over how the wise use of the activities can add a power and depth that is hard to replicate in other ways. Many of our long-term clients have told us that the shared experiences in the woods and on the activities play a big part in the sustainability of the results.

    That being said, the use of outdoor experiential activities is not a fit for every leader. And, our ability to help you create a cohesive team is not dependent on their use. For those leaders and teams we design training that includes many elements of our time-tested process that can be conducted anywhere, all in-doors. 

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  • Can you provide The Five Behaviors training without using outdoor activities? Open or Close

    Yes, we can. The Five Behaviors of a Cohesive Team™ is a well-thought-out, powerful process that is designed to be held in any setting and does not require an outdoor experiential approach.

    It does however require expert and experienced facilitation to be effective. Crux Move puts its unique stamp on the process by blending our own time-tested ingredients with those of The Five Behaviors of a Cohesive Team™. We bring our significant experience working with leadership teams to any project we facilitate regardless of whether or not we use outdoor experiential activities. We work with you to design a program that fits for you and meets your specific needs.

    (See the FAQ: How do you decide when to use outdoor experiential activities?)

    Crux Move is an authorized partner provider of The Five Behaviors of a Cohesive Team™

     

  • What makes a Crux Move Program different? Open or Close

    Probably what differentiates us most is that we do not deliver generic team building.  We assist our clients in building the specific critical relationships that they need in place to be successful.  

    We complete significant work up front with our clients to gather critical information about our starting point and the issues that will likely need to be addressed in order to attain your intended outcomes.  We rely on a process that has been developed and refined for over twenty five years with leaders and teams from a very diverse client base.  

    We are pleased to have found some basic truths that apply to all groups, relationships and leaders.  Our own personal research continues to be confirmed over and over in our continued work and in the bestselling breakthrough business books.  The majority of our projects include the basic building blocks of assessment, relevant academic material, facilitated discussion, shared exploration in the form of experiential learning, and open dialogue.  Each process unfolds in its own authentic way, influenced by our client/partners’ specific, critical content.  

    An important part of our role is to work with you to create a safe space to explore. We provide the relevant developmental material that generates the conversations, shared understandings and agreements that allow for breakthroughs and ultimately success.

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  • Who are your typical clients? Open or Close

    Our team and leadership development clients come from a diverse range of industries - from business, to manufacturing, to professional services.  What is our criteria? They must be organizations that have people who work together. We've worked with leadership, management and work teams; teams that are newly formed or intact with a history; and we've worked with entire organizations to support processes of cultural change.

  • Where do your clients come from? Open or Close

    We have developed permanent sites with resort partners across the United States to make it easier for potential clients from all over the country to have access to world class experiential training sites combined with beautiful resort facilities.  Many of our clients are global organizations and we have been called to partner with leaders in the US, Mexico, Canada and in Europe. We have developed temporary experiential training sites at many other locations in order to maintain the power and consistency of our program offerings.

    Some projects are big enough that it just makes sense to seek out a resort partner closer to your business location and develop a site specific for our work with your company. So… our clients come from all over the world.

  • Can you program in the winter? Open or Close

    Yes, our experience-based training and development programs take place year-round.  Although programs can be designed with or without an outdoor component we focus our efforts so that the design is always powerful, objective focused and conducive to successfully delivering the results.  When we do plan on using the outdoors we work closely with client partners to ensure that they are prepared so that the weather either adds value to the experience or is a non-issue.

  • You seem to promote multi-day/multi-phase programs. Can you do shorter programs? Open or Close

    This is a question we run into a lot and it may warrant a bit of an explanation. The bottom line is, yes. We can and do run shorter programs. We have had many satisfied clients over the years who have done one or two day sessions with us with no pre-program or follow-up components.

    Most of our long term clients however come to us because they want to see change in their behaviors. They want their people seeing, understanding and supporting each other differently; more effectively. They want results that they are not currently getting. Patterns of thinking and behavior evolve over time and become a real part of any team’s culture. In our experience it takes more than a day to help people truly understand their own personal dynamics, their leader’s dynamics, and their team’s dynamics to the point where they are able to make real changes that last. Helping clients make those lasting changes is why we do what we do. It’s what gives us our biggest sense of satisfaction. Does it take more investment from our clients? Yes it does. It also takes more investment from us. We believe that investment is worth it.

  • What kind of results can we expect? Open or Close

    Comparison of Pre and Post Team Self Assessment Results of
    Leadership Teams Participating in a Crux Move Consulting
    Team Development Process

     
    Over the two year period studied, seventeen leadership teams participated in Crux Move Consulting’s Team Development Process.  The shortest time involved from the initial assessment to the post program assessment was four months and the longest was ten months.  Teams came from automotive, pharmaceutical, office furniture, hospitality and light manufacturing companies.  All teams were composed of leaders responsible for managing others.  Of the seventeen companies twelve were global, four were regional and one was local regarding the scope of their business.
     
    Seven teams were considered middle management, five were upper management, and four were chief executives.  Each team member was interviewed and completed a Pre-Program Team Self Assessment (TSA) and after all phases of the process were concluded they completed a post program assessment.  The assessments asked them to consider team and individual team member behaviors and to assess whether the behaviors happened “never”, “infrequently”, “half the time”, “most often” or “always”.
     
    Graph 1 below shows the increase of positive ratings and indicates the percentage of leaders who scored the items either “most often” or “always”.  The graph compares the compiled pre-assessment scores with the post-assessment scores.   

    Crux Move Research Pre Post TSA Graph 1

    1. * We avoid having the challenging discussions we need to when there is disagreement.
    2. We take risks to share information and feelings that affect performance.
    3. * We compete for power and control.
    4. We hold each other accountable to our commitments.
    5. We share a clear vision of our purpose as a leadership team.
    6. Within our team we model the same behaviors we expect of those we lead.
    7. As a team we are effective at making good decisions.
    8. We share a clear vision of how we need to interact to successfully meet our purpose.
    9. We openly discuss our current individual challenges when we are struggling.|
    10. We work together to ensure that the teams we lead interact effectively.
     
    * Negatively stated items – A decrease in Post TSA score indicates improved performance.

     

    Graph 2 below shows the decrease of negative ratings and indicates the percentage of leaders who scored the items either “infrequently” or “never”. The graph compares the compiled pre-assessment scores with the post-assessment scores.           Crux Move Research Pre Post TSA Graph2
    1. * We avoid having the challenging discussions we need to when there is disagreement.
    2. We take risks to share information and feelings that affect performance.
    3. * We compete for power and control.
    4. We hold each other accountable to our commitments.
    5. We share a clear vision of our purpose as a leadership team.
    6. Within our team we model the same behaviors we expect of those we lead.
    7. As a team we are effective at making good decisions.
    8. We share a clear vision of how we need to interact to successfully meet our purpose.
    9. We openly discuss our current individual challenges when we are struggling.|
    10. We work together to ensure that the teams we lead interact effectively.
     
    * Negatively stated items – An increase in Post TSA score indicates improved performance.

     

    Download a PDF of this report - Crux Move Research Report

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Our Clients Say

... the Crux team brings deep expertise in relationship building and team dynamics.

Maureen Coveney
Director, SCE
San Clemente, California

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Crux Move is an authorized partner provider of The Five Behaviors of a Cohesive Team™

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With more than 50 years of combined experience in Leadership and Team Development, Crux Move Consulting has amassed a list of well satisfied clients.

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